Head of Employee Relations
Arup ·
Arup’s purpose, shared values and collaborative approach have set us apart for 80 years, guiding how we shape a better world. Arup is a unique organization that is trust-owned for our members, which means that our people are at the heart of everything we do.
As a people-centric organization, we are committed to creating an inclusive and supportive work environment where everyone can thrive and achieve their full potential. Our members are empowered to make decisions and take ownership of their work, which fosters a culture of innovation and collaboration.
At Arup, we value diversity and strive to create a workplace that reflects the communities we serve. As a result, we attract and retain some of the brightest and most talented professionals in the industry. The OpportunityResponsible for designing, implementing, and leading a globally aligned Employee Relations capability.
Establish and maintain global ER and employment policies, standards, contracts and practices that promote a fair, consistent, and legally compliant member experience, working across all regions. Create and maintain the global approach to Employee Relations strategy, including the firm’s relationships with any representative groups, such as works councils and trade union partners Oversee performance improvement processes and serve as a specialist consulting partner to region and global People and business leaders.
Act as the escalation point for complex or high-risk employee relations matters, ensuring Arup maintains a culture of integrity, accountability, and respectful workplace practices. Strategic Leadership provide regular reporting and insights to senior people and business leadership.
Ensure consistent application of ER practices across regions through training, audits, and case reviews within the team and with partnering teams. Provide oversight and escalation support for Speak Up, whistleblowing, and ethics related cases, ensuring matters are managed independently, consistently, and in line with regulatory requirements, confidentiality standards, and Arup’s ethics and compliance frameworks.
Develop appropriate conciliatory practices that enable the early identification and resolution of key issues, including relevant mediation capabilities, situated in the right place to be most effective. Team Leadership oversee transition, recruitment onboarding, and development of ER professionals and effective integration with the global People Team.
Foster a culture of collaboration, continuous learning, and psychological safety within the ER function. Provide coaching and guidance to ER specialists and People Partners on ER best practices and case handling. Establish and proactively use ER data to implement initiatives to build People Partnering and line manager capability.
Stakeholder Engagement embraces diversity and inclusion and actively seeks diverse perspectives. Self-aware, understands their role in a team and takes responsibility for own actions. Enjoys looking for ways to improve and step up quality and levels of service.
What we offer youAt Arup, we care about each member’s success, so we can grow together. Guided by our values, we provide an attractive total reward package that recognises the contribution of each of our members to our shared success.
As well as competitive, fair, and equitable pay, we offer a career in which all of our members can belong, grow and thrive – through benefits that support health and wellbeing, a wide range of learning opportunities and many possibilities to have an impact through the work they do.We are owned in trust on behalf of our members, giving us the freedom, with personal responsibility, to set our own direction and choose work that aligns with our purpose and adds to Arup’s legacy.
Our members collaborate on ambitious projects to deliver remarkable outcomes for our clients and communities. Profit Share is a key part of our reward, enabling eligible members to share in the results of our collective efforts.
Explore the perks of a career with Arup Australia:Hybrid working policy and flexible working hours. Paid parental leave for the primary carer of 16 weeks or 32 weeks at half pay and as well as generous unpaid leave benefits.
Paid parental leave for the non-primary carer of 4 weeks plus the opportunity to access extra paid and unpaid leave of up to 16 weeks if you later become the primary carer (any leave taken at the time will be deducted from the total 16-week parental leave benefit).
Birthday leaveAnnual leave loadingAbility to purchase additional leave of up to 20 days for permanent employees. International mobility opportunitiesInsurances (life